New Mapping Tool from IMPRINT

Looking for resources and partners that can help you serve highly skilled refugees? Our friends at IMPRINT recently released an interactive map that allows you to see what organizations and resources are available for skilled immigrants in your area and nationally.

The tool also provides state-by-state data about college educated foreign-born individuals, based on 2015 American Community Survey data.

Explore this awesome tool by clicking on the map below:

 

Webinars This Week: Refugee Legal Rights & Career Tips for Skilled Immigrants

There are two webinars this week that you or your clients may be interested in. The first webinar is on Wednesday evening, and will share important information designed to help refugees, asylees and SIV recipients understand their rights in the U.S. The second webinar is on Thursday afternoon, and will share essential strategies that skilled immigrants with foreign credentials can use to advance in their careers.

Here is the information for each webinar:

Photo: www.mirovni-institut.si/

What Does it Mean to be a Refugee in the U.S.? Refugee Legal Rights Discussion Post-Election

Wednesday, January 18, 2017, 6:00 PM – 7:00 PM EST

Upwardly Global, in collaboration with the International Refugee Assistance Project, is organizing a virtual webinar to educate the refugee, asylee and SIV populations as well as interested community members about refugee rights and their eligibility as U.S. residents. Please join us in the discussion about what it means to be a refugee, asylee and/or SIV; how to protect oneself from discrimination and how to create more welcoming communities for refugees. To register, click here.

Photo: BEWFAA/The Washington Post

10 Essential Tips for Career Success

Thursday, January 19th, 2017, 2:00 p.m. EST

Over the past year, WES Global Talent Bridge in the US and Canada have shared resources and methods on helping skilled immigrants succeed in their journey to continue their careers using credentials from abroad. As we begin the new year, we will revisit webinars and events hosted in 2016 and share key messages as well as resources that skilled immigrants need to consider as they work to integrate professionally in their new country. To register, click here.

 

Back to the Basics: Advice for Job Applicants & Job Developers

Jordan“The minute you get away from fundamentals – whether its proper technique, work ethic or mental preparation – the bottom can fall out of your game, your schoolwork, your job, whatever you’re doing.”                                                               -Michael Jordan

Without knocking innovation, sometimes the best way forward is to go back to the basics. A recent Lifehacker article made this point when they asked a couple dozen hiring managers to weigh in on how applicants can stand out from the crowd.

Here are their top 10 suggestions and how they apply specifically to refugee employment:

 1.  Be Prompt, but don’t arrive too early to your interview.

Many cultures have more flexible standards when it comes to punctuality than we do in the US. It’s a good idea to encourage clients to be early to appointments and interviews. But make sure to also discuss the importance of not being too early, as that can also make a negative impression.

2.  Don’t apply for a job unless you meet the qualifications. 

This can be a tricky one when working with refugees, many of whom may have limited English and all of whom lack US work experience when they first arrive. On the surface, it may seem like your clients do not meet the qualifications for many jobs. Don’t give up too easily though. Politely push employers to tell you exactly what competencies are necessary for the job at hand. If you think your clients are capable of performing the duties described, make the argument, and close the deal!

3. Research the company. 

The more you know about the company, the more you will be prepared to make the argument that your clients are a good fit for their needs. Whenever possible, share information about the company with your clients before taking them to an interview. They will perform better if they know who they’re talking to.

4. Make the right match. 

Don’t try to force opportunities that are clearly not a good fit. That will not result in long term partnerships. Making a good connection with an employer is the first step, but showing them that you understand their needs is what will keep them coming back.

5. Come prepared with questions. 

Make sure you are prepared with good questions for employers and coach your clients on good questions to ask before the interview. Part of this coaching also means helping them know what questions not to ask (e.g. Can you give me a different schedule so I can work with my brother?).

6. List all your (software) skills on your resume. 

This tip may apply to some higher skilled clients that have software skills but may not mention them. The basic point though is just to make sure you are using the resume to list any skills that demonstrate that you are motivated, reliable and dependable. So even if your clients don’t have formal work experience, find a way to highlight their skills.

7. If you lie, you’ll probably get caught. 

Pretty straightforward. Don’t lie. Don’t even exaggerate. Do, however, find a way to present your clients in the best light possible, demonstrating their skills, and highlighting the unique ways that they will add value to employers.

8. Say thank you. 

Sometimes you should be the one to say it. Sometime your client should be the one to say it. It might be a handwritten note. It might be an email. It might even be a text message to your employer connection saying “Thanks for your time today. I really appreciate your partnership.” There are many ways to say thank you. The point is that you should.

9. Don’t be pushy. 

Following up is part of the process. Either you or your clients should follow up after interviews. Just keep in mind that being persistent and being pushy are two different things. If your client is going to be the one to follow up, make sure to coach him/her on how to do this professionally.

10. Put yourself in the Hiring Manager’s shoes. 

Perhaps the most important tip on this list. You should always be asking yourself questions like “What does the employer want?”, “What would make their life easier?”, “What do my clients bring to the table that would really add value to this company?” If you do this consistently, employers will love working with you, and your clients will get jobs.

If you’d like to read the Lifehacker article in its entirety, you may do so here.

Happy New Year!!

Wishing you a happy and healthy New Year!

This year has been very challenging and stressful but as always employment staff remained resilient and rose to the challenge. We thank you for your service to you refugee and immigrant clients.If you need any employment assistance or just want to reach out, Higher is always here to support. Email information@higheradvantage.org

 

CareerDescriptions.org predicted the following top 5 careers by 2017. Do you agree?

Happy Holidays from Higher

Photo Credit The Cramer Insititute

Photo Credit The Cramer Institute

These past few months have been incredibly busy for everyone in resettlement across the country. We hope you all employment staff can take some time just to relax because you have definitely earned it. Employment is no easy job and the skill-set that each one of you has is so vital to the resettlement of refugees. Each of your clients benefit when you work together to place them in jobs.

Before you go, please check in with both employers and clients before you take vacation because no one wants to come back to a crisis. Most importantly, please take care of yourselves so you can get back to your awesome and life changing work in New Year.

If we at Higher can give your more information that you need in order to succeed in your job or if you need someone to talk through a tough situation please do not hesitate to reach out, we are always available information@higheradvantage.org.

Stay safe and take care.

 

 

Discussing the Changes to the FY17 Matching Grant Program Guidelines

In June, the Office of Refugee Resettlement released the FY17 Program Guidelines for Matching Grant. MG is a highly competitive program and requires significant program outcomes so staying aware of changes to the program guidelines is very important.

Many of you are already familiar with the FY17 changes, but just in case you missed the memo, here are two important changes you need to know about:

  1. Home visits are required for non-R&P clients (any client not resettled by your agency). Here are a few examples of clients that that this policy would apply to:
    • A family of 4 asylees was granted asylum just 12 days ago and comes to your office requesting employment services. After verifying their date of asylum, copying their eligibility documents and conducting a through intake and assessment you decide (you may need to request permission from headquarters) to enroll the family in MG.
    • Another agency calls and says they have a family of 3 recently arrived SIV recipients. After meeting the family, conducting an intake and assessment, and verifying eligibility and requesting permission from the other agency, you enroll the family in MG.
    • A Cuban parolee comes to your office on day 30 and has already applied for her EAD and you live in a state where the EAD come in quickly. You assess the situation and decide to enroll the client in MG.

A home visit must be conducted for each of these clients if they are enrolled in your MG program if they are receiving funds for housing. The home visit should ideally be conducted with an interpreter to ensure the housing is safe then the staff must be documented in the client’s case notes. Please check with your RA for specifics of how to conduct this visit. 

2.Potential clients who arrive without the benefit of R&P services must be screened for human trafficking. If there is reason to believe that the client has been trafficked an appropriate referral must be made. This change pertains to potential MG clients who did not come through the Reception and Placement program. Examples include:

    • Cuban or Haitian entrants with paroled status
    • SIV recipients who travel to the United States on their own
    • Asylees

Photo credit CWS Durham

ORR does say that this rule will only apply after the Office of Trafficking in Persons (under the Administration for Children and Families) and Refugee Council USA have jointly developed a screening procedure. After speaking with RCUSA that policy has yet to be developed. If this changes, Higher will be sure to send an update. It is important that refugee MG programs regularly review and train staff on the MG guidelines as ORR will continue to ramp up it site monitoring of this program throughout FY17.

The FY17 MG Program Guidelines with highlighted changes can be accessed here..

Higher is here to support you. If you need additional support related to MG, please let us know at information@higheradvantage.org.

Workforce Resource: Career Resources for Youth

Jess Wyatt/Refugee Youth Project, Baltimore, MD

Jess Wyatt/Refugee Youth Project, Baltimore

The Workforce Innovation and Opportunity Act (WIOA) includes youth workforce development programs and resources aimed at both in-school and out-of-school youth, with a strong emphasis on out-of-school youth between the ages of 16-24. Since most refugee resettlement programs do not have youth-specific employment programs, being familiar with the resources available to youth through the mainstream workforce development system can be a game-changer for younger refugees. Here are a few key programs and resources to be aware of:

  • Job Corps is a nationwide program that offers free career training in variety of industries. This program is aimed at giving young people the skills they need in order to obtain employment and become self-sufficient. Job Corps is located in all 50 states, but some states have several sites whereas states like Wyoming, Colorado, Idaho, North and South Dakota, Nebraska, and Alaska only have one Job Corps center.
  • Youthbuild is an organization that is found in 46 states and aims to give construction skills to low income out-of-school youth. The program aims to put the participants on a path to responsible adulthood and teaches them to give back to the local community. The 10-month program pairs classroom learning with construction skills so that teens leave the program with a GED and professional skills. Participants spend about 50% of their time in academic classrooms and the rest of the time is spent on hands-on job training building affordable housing or other community assets. The program serves around 10,000 low-income young people each year and includes mentoring, follow-up education, employment, and personal counseling services.
  • AmeriCorps is a civil service program supported by the U.S. federal government, foundations, and corporations with the goal of serving local communities. Participants commit to full-time or part-time positions offered by a network of nonprofit community organizations and public agencies, to fulfill assignments in the fields of education, public safety, health care, and environmental protection.  AmeriCorps is a wonderful opportunity to expose youth to the needs of their own community while also giving them valuable professional skills as well has professional references. Additionally, anyone who completes AmeriCorps is given an educational award with which to use towards an associates, bachelor or master’s degree.
  • Refugee AmeriCorps is a type of AmeriCorps program, that places members at refugee resettlement agencies. Volunteering with AmeriCorps, full or part time, can be a great way to get work experience and give back to the community.  To learn about AmeriCorps volunteer opportunities, visit the AmeriCorps website, or reach out to your local resettlement agencies to learn if they have an Refugee AmeriCorps position available.

In order to gain access to these programs, your agency will need to take the initiative to reach out to these organizations to introduce your population. Like any partnership you will need to consider the cost and benefits of pursuing collaboration with these mainstream programs. For example how much staff time does it take to establish and maintain partnership versus simply doing job development for clients? It may be better to gather other resettlement agencies in your area to act as a larger network when planning partnership with these mainstream programs.

In addition to youth programs, there are also online resources geared towards youth:

youthrulesYouth Rules! – This is a great online resource for tech savvy youth who have a higher level of English skills. The site covers the child labor laws and minimum age for employment in each state. There is a great Youth Worker Toolkit that is basically a 101 on working in the US for youth similar to job readiness training that refugee agencies provide.

All of the presentations are colorful and interactive and there are even helpful free apps for listening to webinars or keeping track of work hours and pay dates.

This resource is a great place to explore different options for part-time work or training. There are forums and blogs and even instructions on how to report violation of workers’ rights.

GetMyFuture is a resource available on careeronestop.org that provides a “dashboard” or “portal” for youth who need information on a range of education and career related topics. For example, youth can get information about writing a resume, applying for college, starting a business, or access assessment tools that will help identify suitable careers based on interest and skills.

All of these programs and websites offer an array of resources related to educational and career resources for youth as well as ideas for topics to cover in job readiness instruction. These resources are easy to navigate but many of them are text heavy and would be difficult for clients without English proficiency to use independently. You may want to consider translating some of the resources into a curriculum for refugee youth or using them during one-on-one sessions between a refugee and volunteer.

For easy links to these and other youth-related resources, check out the clickable Mainstream Youth Employment Resources tool we created this past Spring.

Ask us your questions and share your success stories about working with refugee youth by emailing us at information@higheradvantage.org.

Holiday Outreach Strategy + Holiday Graphic!

Showing appreciation for your employer partners is easier than ever before.

We designed this holiday graphic to provide you with an easy and quick way to send a thank you email to employers and community partners. 

You can do it in three easy steps:

1. Download a high resolution JPEG by right clicking on the below image and selecting “Save As”.

higher-holiday-card 2016

(or Download a PDF here)

2. Add your agency logo and message to an email.

3. Hit send.

Do you have a holiday outreach strategy that works? Please share in the comments below or contact us with the details!  

Free Professional Development Opportunity Next Tuesday, 11/29

wes-webinar

Who: The WES Global Talent Bridge Team

What: Webinar – What Employers Want in a Job Applicant

When: Tuesday, November 29, 2016, 2:00-3:00 p.m. EST

Why: You’ll hear from employers who will:

  • Share the do’s and don’ts of applying for a job
  • Provide advice on structuring your resume
  • Highlight useful interview skills
  • Offer ways to grow at your current job

How: Register by clicking here

Job Development Fundamentals from Someone Who Knows

Source: http://dialog.ua.edu

Source: http://dialog.ua.edu

What are the fundamentals of job development?

Higher Peer Advisor Carol Tucker from Lutheran Family Services of Nebraska in Omaha weighed in on this important question during a breakout session on job development at our Third Annual Refugee Employment Workshop in Denver.

Here is what she had to say:

1. Always be ready to talk, meet people and have conversations that represent your organization and clients. Have a “philosophy of friendliness.” Always carry your business cards, and always be looking for opportunities to network. Think of it as sewing seeds – things will not always work out immediately, but with time some of those seeds will grow into wonderful employer partnerships.

2. Build trust. Take your cues from the employer and respond accordingly. Share your process, but respect theirs and adjust when necessary. Your goal is to become their “go-to” person. You’ll also build trust by providing ongoing support. Check in regularly and provide helpful materials such as an employer FAQ sheet, cultural backgrounders, or information about the the legal status, documentation and rights that refugees and asylees possess. Be responsive and ready to take action if they call upon you with a problem or need.

3. Leverage all your resources. Think creatively about ways to increase your capacity and connections. Be intentional about partnering with your development department, with faith communities, and with community volunteers.

4. Help employers become partners. Provide opportunities for your employer partners to share their values through involvement – career mentoring, coat drives, world refugee day, family mentoring, or charitable giving. This will help employers not only value your services but be invested in welcoming refugees to the community.

5. Overwhelm them with your passion, love and faith in refugees. Passion is contagious. People know when you are genuine and when you are sold on your product.

For more tips from Carol, check out this video interview!

Have more job development fundamentals to share? Leave a comment below, or share your thoughts with us at information@higheradvantage.org.